伟氏顾问的人力资源薪酬设计方案

Pay&Reward

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HuaweiTechnologies,Co.,Ltd.By:ElaineNgMercerExecutiveResourcesConsulting(MERC)Tel:852-21152088;Email:enskcrg@設定薪酬結構

DevelopingSalaryStructure設定薪酬結構之考慮因素

DevelopingSalaryStructure-ConsiderationsBasePayPolicy基本薪酬政策DecideCompetitiveReferenceSalary

決定具有競爭性的標準工資DecideSalaryRanges制定工資幅度RangeOverlap幅度重疊SignificanceofSalaryRange工資幅度的重要性Howmanystructures?多少個結構?OversandUnders高出/底於工資幅度薪酬政策

CompensationPolicy$Grade级别标准工资ReferenceSalary定下最经济的标准工资以支付公司架构图Definethemosteconomicreferencesalarytopayfortheorganizationchart建立最少增加幅度之标准工资Establishthesmallestpossibleincreaseofreferencesalary中國市場數據MarketDataonChina-

上海製造業

ShanghaiManufacturingWOFE(1)

DataasatApril199990百分比90thPercentile75百分比75thPercentile中位數Median25百分比25thPercentile10百分比10thPercentileRMBPositionClass中國市場數據

MarketDataonChina-

上海製造業

ShanghaiManufacturingWOFE(2)

DataasatApril1999貴公司以及市場比較

YourCompanyvstheMarketComparison75百分比75thPercentile中位數Median25百分比25thPercentile貴公司回歸線YourcompanytrendlineRMBPositionClass貴公司以及市場比較

YourCompanyvstheMarketComparison年初 年中 年末StartYear Mid EndYear年初 年中 年末StartYear Mid EndYearLAG

落后LEAD

领先LEAD-LAG

落后-领先之间基本薪金政策BasePayPolicy13201100900120010008001320110080013201100800建立竞争工资

DevelopCompetitiveSalariesRMBGradePC4142434445464748495051525354555657GradeorPositionClass一个等级=一个标准工资OneGrade=OneReferenceSalary

标准工资=竞争报酬=招聘标准ReferenceSalary=CompetitivePay=RecruitmentStandard利用幅度制定工资架构

DevelopSalaryStructurewithRangesa b c=Mid-PointProgression中点增加率a1-a2 =b1-b2 =RangeSpread幅度c1-c2 = Question:Howmuchshouldbethemid-pointprogression(%)betweengrades?Howwideshouldtherangesbe?Howmuchshouldtherangeoverlap?}GradeRMB制定幅度

DevelopingSalaryRange 由中点开始(或标准工资)StartwithMid-Point(orReferenceSalary)

决定幅度DecideRangeSpread

定最低工资EstablishMinimum

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